Human Resources News & Insights

Surprise! Employees don’t hate performance reviews as much as we thought

No question, performance reviews are a touchy subject. But love ‘em or hate ‘em, new research says current review practices are pretty effective.

In a the recent Cornerstone OnDemand 2013 U.S. Employee Report, almost half (47%) of employees canvassed said their employer’s review process is a fair and accurate representation of their performance.

Another 40% said the feedback they receive helps them to improve their performance and succeed in their jobs.

In other comments, employees said the feedback they receive during the performance review process:

  • is not a surprise and is feedback they’ve gotten prior to the formal review — 35%
  • gives them a clear understanding of how their job performance impacts their employer’s business results — 33%
  • provides them with specific examples of their work to support the feedback they receive — 31%, and
  • provides them with tools, resources and/or a development plan to help them improve performance — 25%.

Four in ten cite opportunity to improve

Their overall view of the performance review process? Here’s what they said

  • It provides me with the opportunity to improve my performance — 38%
  • The intent of the process is to help me succeed in my role — 29%
  • It is a developmental discussion between my manager/employer and me — 29%
  • It helps me to ensure I am ready to take on a future role within the organization — 22%
  • It is a discussion regarding raises, bonuses and/or promotions — 20%
  • It helps me increase my potential through education and training — 19%, and (one sour note)
  • It doesn’t provide me with useful, actionable information — 12%.

Feedback frequency

Here’s an interesting stat. When it comes to frequency the most cited timeframes are at each end of the spectrum: 21% of employees said they received feedback on the job performance annually — and an equal number said they receive it weekly.

Other responses:

  • Quarterly — 16%
  • Monthly — 14%
  • At the completion of a project or task — 7%, and
  • Daily — 5%.

Achieving alignment

Finally, employees characterized their jobs over the preceding six months. Here’s what they said:

  • I have a clear understanding of how my role contributes to the company’s business objectives — 56%
  • My performance goals are aligned with my company’s business objectives — 35%
  • I have been given useful feedback from my manager/employer — 34%
  • I have received training and development to help me better perform my job — 32%, and
  • I have established career goals with my manager/employer — 25%.

 

 

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  • Paul D. Ulici

    these self evaluations are a way for employees to do the work that managers are supposed to do. I don’t want to play your stupid game, I just want to do the job I was hired to do. You da boss, tell me what to do, I do it, you pay me. I don’t do a good job, you can penalize me or fire me or whatever. I don’t have time for silly career development games.

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